新光影城股份有限公司

Work isn’t boring, with all kinds of unusual people and stories.

Since the company isn’t making much money, it feels like it’s on the verge of going under. The office is full of older employees who seem to be biding their time until retirement; playing mobile games and watching shows during work hours is the norm. Managers can do it, but you can’t (I’ll give them a thumbs-up)!

There are also a few veteran employees who especially love gossip. Their main interest at work may be observing other people. They seem nice on the surface but stab you in the back. Reporting them to anyone is useless—as long as the fire doesn’t reach them, they stay out of it, and they’ll even make empty promises to you.

Suitable for those content to coast along.

The company is very poor—literally. The year-end bonus is reduced by three months’ worth for the probationary period, and then further deducted based on attendance. There is no clock-in system, and the supposed grace period for lateness is also a lie: as long as you are not exactly on time, they will ultimately deduct it from your year-end bonus. If they paid more than one month’s worth, that might be understandable, but in reality the amount is pitifully small. The year-end banquet was awful too; I ended up vomiting and having diarrhea afterward. The only time you get a raise is after the probationary period. As for annual salary adjustments, because supervisors also have to receive raises, it takes up too much of the budget, so the increases are tiny—500–1,000—as if they were doing you a favor. The supervisors here have all been around for more than ten years and are very good at coasting along. They keep dumping work down the chain, while specialists keep resigning. The HR manager never replaces them, goes home on time every day, and pretends not to see anything. I’ve never seen a well-known company that doesn’t even have staff handling internship or industry–academia subsidy programs. It’s ridiculous. But supposedly she didn’t graduate from a relevant field either; she was originally just a customer service representative. You can imagine what this company is like from top to bottom, haha.

My colleagues are all very nice, but only those who can communicate.

Schedules are changed, shifts are swapped, and shifts are cut every day. Part-timers' time is treated as if it doesn't matter. I urge everyone to get out quickly.

There probably aren't any. They just show promotional discounts; this is fundamentally not a benefit!! With a work environment and service attitude that have no competitiveness or appeal, how can they attract good talent and optimize and improve the company!!

1. The office area is very small (a group of people are crammed into a space of less than ten ping, working back-to-back; the middle is just an aisle, and at the end is a small meeting room).

2. During the formal interview, the female senior executive from the general-management level arrived late, then said she had limited time and asked the interviewee to hurry (Is this acceptable in the workplace? If you arrive late to a meeting, can you still talk like that? How awful!! Think carefully before working with this kind of boss in the future—she only thinks of herself).

3. HR said that during the interview, applicants had to first provide suggestions about the strengths and weaknesses of their website or digital tools (they might not even adopt them, and while listening to the presentation, they displayed an obviously displeased expression). The interviewee is not your employee, and you have not paid them a single cent—who has an obligation to help you identify strengths and weaknesses!! (Proposals outside the company cost money, understand!!)

4. During the Q&A after the presentation, the discussion turned to the job responsibilities listed on 104 Job Bank and whether they would be implemented in stages (if only one person handled them, efficiency would be affected). The female senior executive from the general-management level replied on the spot that the actual job responsibilities were different from what was written on 104 (the work involved planning a new cinema in Taoyuan and an app), leaving the interviewee completely dumbfounded. (It goes without saying that if applicants came from the Taipei area and would be expected to work in Taoyuan, wouldn't HR directly select applicants from Taoyuan to interview? This was a typical lack of sense that wasted everyone's valuable time.)

5. They were obviously trying to obtain information for free about webpage revisions or digital-tool optimization. This behavior was truly unacceptable. (Only afterward did HR add to the 104 listing that the position would need to plan a new cinema in Taoyuan, etc.—a belated attempt to remedy the situation. This also revealed problems with the company's "internal communication": either 1. the manager of the requesting department did not tell HR the key points of the job responsibilities when submitting the manpower request, or 2. the senior executive knew but did not tell HR, resulting in HR not knowing to revise the posting and add the "key points" of the position.)

6. In short, this is what an old cinema company with an arrogant attitude is like; it also does not treat its employees well.

7. The work area is very small, and benefits and compensation were not even mentioned. My sincere advice: if you plan to interview for a job there, proceed at your own discretion.